Left: Mitch Twolan, Bruce County Warden, Middle: Neil Smith, President & CEO CTS North America, Right: Mike Rencheck, President & CEO Bruce Power
At the 2017 Canadian Nuclear Association (CNA) conference On Thursday February 23rd CTS North America was recognized for their contribution and commitment to the Bruce County regional economy. The certificate was presented to our President Neil Smith by Mitch Twolan, Bruce County Warden and Mike Rencheck, President and CEO, Bruce Power. For more information about CTS North America please take a look at our website: www.ctsna.ca
CTSNA earned the Best of Staffing® Award for providing remarkable service quality. Fewer than 2% of all staffing agencies in the U.S. and Canada earned the 2017 Best of Staffing Award for service excellence. Best of Staffing winners truly stand out for exceeding expectations and this award identifies the staffing industry's elite leaders in service quality. Commissioning & Technical Services (N.A.) Ltd. (CTSNA) WINS INAVERO’S 2017 BEST OF STAFFING® CLIENT AND TALENT AWARDS Earned by less than two percent of all staffing agencies in the U.S. and Canada Burlington, ON – February 16th 2017 – Commissioning & Technical Services (N.A.) Ltd. (CTSNA), a leading recruitment agency in the Engineering & Technical field announced today they have won Inavero’s Best of Staffing® Client and Talent Awards for providing superior service to their clients and job seekers. Presented in partnership with CareerBuilder, Inavero’s Best of Staffing winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients and permanent and contract candidates they have helped place. On average, clients of winning agencies are 2.5 times more likely to be completely satisfied and talent of winning agencies are 3.6 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies. Award winners make up less than two percent of all staffing agencies in the U.S. and Canada who earned the Best of Staffing Award for service excellence. “We have taken the last year to look at our systems, processes and people with a clear focus on continuous improvement. These survey results provide us with a new benchmark in which we can measure ourselves and strive to improve year over year.” CTSNA’s President & CEO Neil Smith said. Focused on helping to connect people with the right job openings at Canadian companies, CTSNA received satisfaction scores of 8, 9 or 10 out of 10 from 94% of their clients and 91% of their talent, significantly higher than the industry’s average. Eric Goodman, Operations Manager added “We would like to thank all of our clients and contractors for taking the time to provide us with this invaluable feedback. We are proud of our achievements thus far and are ecstatic about this award.” "Staffing firms are giving top companies a competitive advantage as they search for talent in North America," said Inavero's CEO Eric Gregg. "The 2017 Best of Staffing winners have achieved exceptionally high levels of satisfaction and I'm proud to feature them on BestofStaffing.com." About CTSNA In working with CTSNA as your recruitment partner, expect a full-service recruitment process experience like no other. We are the comprehensive solution for scalable and customizable recruitment, staff augmentation and human capital consulting. We pride ourselves on our high-touch responsive model and unique approach to recruiting. Our company value proposition focuses on quality relationships, which lead to quality results. About Inavero’s Best of Staffing Inavero’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based completely on the ratings given to them by their clients and job candidates. Award winners are showcased by city and area of expertise on BestofStaffing.com – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need. Learn more and visit us at https://www.bestofstaffing.com/agencies/ctsna/
Using the Star technique to shine at job interviews: a
There are many
types of interviews, from the free flowing to the formal, but one that you are
likely to come up against at some point is the competency-based interview.
They're designed to
make the job application process as objective as possible, removing any
conscious or subconscious bias by the interviewer by asking each candidate the
same questions. Some people feel this type of interview is more stilted – there
can be less opportunity to build rapport. However, they are very common,
especially in large organisations and the public sector, so it's worth refining
The questions will
be driven by a competency framework that's required for the job. For example, a
marketing executive may require problem-solving skills, or a job in customer
services may require conflict management skills.
questions tend to start with a variation of, "Tell me about a time
when…" This may sound simple but, in the heat of the interview, it's easy
to give an unstructured answer, miss out key details, or let the story peter to
One way of avoiding
this is by using the Star acronym to structure your response. Here are two
examples of how to implement the technique:
A candidate for a
marketing executive role might be asked: "Tell me about a time that you
solved a problem to a tight timescale." Here's how you could structure
•Situation – set the context for your story. For
example, "We were due to be delivering a presentation to a group of 30
interested industry players on our new product and Stuart, the guy due to
deliver it, got stuck on a train from Birmingham."
•Task – what was required of you. For example,
"It was my responsibility to find an alternative so it didn't reflect
badly on the company and we didn't waste the opportunity."
•Activity – what you actually did. For example,
"I spoke to the event organisers to find out if they could change the
running order. They agreed so we bought ourselves some time. I contacted Susan,
another member of the team, who at a push could step in. She agreed to drop
what she was doing and head to the event."
•Result – how well the situation played out. For
example, "Stuart didn't make the meeting on time but we explained the
problem to the delegates and Susan's presentation went well – a bit rough
around the edges but it was warmly received. Stuart managed to get there for
the last 15 minutes to answer questions. As a result we gained some good
contacts, at least two of which we converted into paying clients."
There are a few
things to note with this response: it's important to speak in specific rather
than general terms and quantify your success. In this example, we mentioned 30
delegates, the names of the people involved and quantified two contacts
converted to clients. From a listener's perspective, this makes the story more
interesting and they are more able to gauge your success. Nameless figures and
undefined successes can make the answer less feel less convincing. Secondly, as
there are likely to be many questions and interviewers have short attention
spans, it's important to keep your answers concise: convey the maximum
achievement in the minimum time. Finally, it's important to finish on a
positive note so the overall impression is strong.
In a second
example, a candidate for a customer services role is asked: "Describe a
situation when you had to deliver excellent customer service following a
•Situation: "A customer rang up complaining that
they'd waited more than two weeks for a reply from our sales team regarding a
•Task: "I needed to address the client's
immediate query and find out what went wrong in the normal process."
•Activity: "I apologised, got the details and
passed them to our head salesperson, who contacted the client within the hour.
I investigated why the query hadn't been answered. I discovered that it was a
combination of a wrong mobile number and a generic email address that wasn't being
checked. I let the client know and we offered a goodwill discount on her next
•Result: "The client not only continued to order
from us but posted a positive customer service tweet."
Used at its best,
the Star structure is invisible to the listener and it simply comes across as a
well-articulated example. Create a bank of answers in this format in advance,
so don't struggle to do it on the day and can make it appear as seamless as